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Configuring the employment conditions

The "Employment conditions" tab in the employee profile gathers the formal details of their employment: the identifier for integrating with HR systems, the contract type, the period it runs for, individual night working hours and the planning limits. These settings affect how the labour code is interpreted, the control of hours in the settlement period and correct working time exports.

Remember: The employment conditions can be edited by the Organisation Administrator, the Advisor and the Location Manager. The Manager and the Employee have no access to this tab.

How to open the tab

In the "Team" tab find the employee, click the three-dot icon next to their name and then "Edit".
In the menu on the left pick "Employment conditions".

The "Employment conditions" entry in the employee profile menu

You save changes with the "Save" button in the top bar (active only when there are unsaved changes). The "Revert changes" button restores the state from the last save.

The integration ID and the contract type

The employee's integration ID — in the "ID number" field enter the unique identifier used for integrating with other systems and external programs (for example HR and payroll ones). Thanks to it the working time links up correctly with the data in those programs during exports (see Exports).
Employment type — from the list pick the kind of contract: full time, ¾ time, ½ time, ¼ time, contract of mandate or B2B.

Important: The contract type decides how the labour code provisions are interpreted and how the hours in the settlement period are counted and checked. It also affects which kinds of rate you can set for the employee.

How to set the rates for each contract type is described in a separate article, Setting rates and pay. The working time rules are in The labour code.

The employment date

Set the start and end date of the contract. The range refers to the period of employment at the company.

In the "From" and "To" fields set the start and end dates of the contract.
If the contract has no end date, tick "For an indefinite period" — the "To" field is then disabled and you only give the start date.

The "Employment date" section with the "For an indefinite period" option

Caution: The contract end date alone does not automatically block planning. The block is turned on separately in the location settings (the "Planning" tab → "Planning blocks" → "Block planning after the contract ends"). Once it is on, the dates from this tab become the basis for blocking the planning of shifts before the contract starts and after it ends. The details are in Creating and managing locations.

Individual night working hours

If the employee has different night working hours from the ones adopted across the organisation, set them here. They affect how night supplements are calculated and how night work is checked.

Start of the night shift — whole hours from 20:00 to 24:00 are available.
End of the night shift — whole hours from 04:00 to 08:00 are available. The calculated length of the night window is shown next to it.

The planning limits

The limits cap how much the system will allow you to schedule for an employee in one settlement period. Both fields are optional — leave them empty if you do not want a limit.

Hour limit — the maximum number of hours the employee may have scheduled in the settlement period (a whole number, up to 1000). Once it is exceeded the system shows a warning in the schedule.
Salary limit — the maximum amount of pay the employee may have scheduled in the settlement period (up to 100,000). Once it is exceeded the system shows a warning.

You set the rates and supplements in the "Period rates" section below — they are covered in a separate article, Setting rates and pay.

Remember: You can give the same employment conditions to many employees at once by applying an employment template from the team list — see Applying employment templates and groups.

Updated on: 09/08/2026

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